Agility in decision making. The frantic pace of today’s corporate
world forces the professional to be more dynamic; able to
make accurate and fast decisions that have a positive effect on the
organization. The positive side of this accelerated rhythm is that
the individual is encouraged to use their abilities to feel, think and
act without hesitation, which is a great exercise for self-confidence
and creativity.
Empathy. Working in a company normally means dealing
with people: managers, supervisors, customers, suppliers or coworkers.
Therefore, dealing with interpersonal relationships
is something that cannot be avoided. Empathy is the capacity
to establish a connection through intellectual or emotional
identification. Whether in a large corporation or in a small
co-working space, connecting a bit more with co-workers is a
way to improve the organizational atmosphere and routine. It
is no longer acceptable to ignore the feelings and problems of
other people.
Self-knowledge. Everybody has weaknesses and strengths. It is
impossible to be perfect in everything. Therefore, the professional
needs to understand their own limits and sources of motivation. If
an individual has a high level of self-knowledge, their work will be
more compatible with their behavioural profile. Regardless of the
area of expertise, self-knowledge is an important asset for any professional
or human being.
Negotiation and conflict resolution. Negotiation is a way
for people to limit themselves or eliminate their differences.
Negotiation is a process of relationship that aims for an understanding
between the parties involved. It can be simple or complex,
fast or time-consuming, with two or more individuals.
The renowned professor of leadership and organizational psychology
at Claremont McKenna College, Ronald E. Riggio states
that decision making and conflict management should also be
included in the top 10 leadership competencies in this century.
A recruiter must be able to differentiate skills, abilities and competencies.
Skills are characteristics that a person acquires to perform
a role or function, while competence is broader and consists of the
joining and co-ordination of skills with knowledge and attitudes.
Although these terms are used interchangeably, they have different
meanings, and competencies define the requirements for job success
in terms broader than skills. Think of skills as one of the three
parts that compose a competency; the other two are knowledge and
attitude. Someone very skilled does not necessarily mean someone
very competent. A person may have skills, but not have the necessary
competence. A competent professional is somebody who is able
to perform their job function as required. n
Tallys Moreth is a human resources specialist with a focus in
strategic management.
perspectives
nakophotography/123RF
THE JOB MARKET LOOKS FOR SOMEONE WHO FOCUSES ON
THE SOLUTIONS AND LEARNS FROM THEIR FAILURES, NOT
SOMEONE WHO CARES ABOUT JUSTIFYING MISTAKES.
42 ❚ APRIL 2019 ❚ HR PROFESSIONAL
/the-top-10-leadership-competencies
/profile_nakophotography
